Workplace incivility is a prevalent issue that remains
unresolved in the healthcare field. According to a survey conducted
by the Joint Commission, “more than 50% of nurses are victims of
disruptive behaviors including incivility and bullying, and more
than 90% of nurses stated witnessing abusive behaviors of others in
the workplace” (Clark, Olender, Cardoni, and Kenski, 2011).
Incivility is defined and differentiated from bullying by Heather
Spence in one study published by the Journal of Nursing
Administration as “low-intensity rude or disrespectful behaviors
with an ambiguous intent to harm others”, where-as bullying is more
prolonged in duration, involves predominantly intense psychological
mistreatment, and is intentional in it’s victim (Laschinger, 2014).
Looking back on the history of the nursing profession and the
nursing culture one can identify several themes that may contribute
to this type of behavior; staffing is commonly hierarchical in
terms of how long nurses have worked at a certain place, there is
often a generational divide between older experienced nurses and
younger newly educated nurses, and lastly the inter-professional
dynamic between nurses and physicians can rift. It is well
documented that these components directly correlate to nurse and
patient outcomes (Laschinger 2014). Acts of incivility have been
shown to affect nurses in various ways which include, but are not
limited to job dissatisfaction, increased rates of turnover,
psychological distress, increased stress levels, and poor patient
outcomes (Clark, Olender, Cardoni, and Kenski, 2011). The rationale
for bettering patient outcomes by decreasing workplace incivility
is in the nature of the healthcare environment and it’s members. In
a report by the Institute of Medicine it is emphasized that “A
positive patient safety culture is characterized by
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mutual respect among healthcare professionals such that
individuals feel free to voice concerns or seek help regarding
patient safety concerns without fear of retribution” (Laschinger,
2014). These criteria are in large part related to nurse-assessed
quality of care, and the research shows that the nurses’ own rating
of quality of care quite accurately predict 30-day patient outcome
(Laschinger, 2014). It is imperative that nurses as a community
uphold their standards of care for themselves, each other, and
their patients, and ending workplace incivility completely is a
crucial part of achieving this end goal. Abbey: Discuss
interventions and techniques to address incivility amongst
employees in the workplace to ensure that nurses’ physical and
psychological safety are maintained. The physical and psychological
safety of nurses are paramount in the healthcare setting. Within
settings of conflict and incivility, there must be measures
implemented to uphold this safety an
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